It’s really working and making my job training my new employee easy.”
–H.C., Manager

“I have never, ever, had an onboarding plan laid out like this for me when starting a new job. This is great!”
–J.E., New Hire

Did you know that one of the primary reasons a new hire doesn’t work out isn’t because the employee isn’t a good fit? It’s because the company doesn’t do their job in onboarding the new hire so that s/he knows what the position expectations are and what skills, behaviors and knowledge need to be demonstrated to be successful in his/her position.

Proper onboarding takes planning and clarity about what the hiring manager needs to see demonstrated by the employee during the first 30, 60 and 90 days to know if s/he is on track. We believe in developing 30, 60, 90-day plans for new hires.

Managers love onboarding plans because the new hire is given the plan, and it is their responsibility to accomplish everything on the plan. If they are scheduled to have lunch with a Department Manager, they reach out and schedule the meeting. If they are supposed to go through a tutorial on a software program, they schedule their time to accomplish it. The manager’s job is to provide the training that is detailed in the plan, meet with the new hire at designated times to provide feedback on how the new hire is doing, and ensure the plan is being met.

New hires love having an onboarding plan because it gives them the road map for success in the first 90 days, and it puts them in the driver seat. Way too often, new hires sit around waiting for the manager to tell them what to do or they are left to their own devices to figure out what they should be working on. An onboarding plan gives the new hire permission and the opportunity to drive his/her own success.

If you want to set your new hires up for success, get working on those 30, 60, and 90-day plans. Your new hires will thank you!

To learn more about how to develop a 30, 60, 90 day plan for a new hire, contact Theresa at (301) 419.2835.

By Theresa Gale,